Engaging Leaders

Foster Development of Others

Contribute to the Creation of Healthy Organizations

Recognize micro incivilities to micro aggressions

Communicate Effectively

Build Teams

Engage Others from an EDI-Informed Position

Ivy Lynn Bourgeault, University of Ottawa & Canadian Health Workforce Network

Engage Others, the E in the LEADS Framework, is a key area for EDI-informed leadership. When engaging leaders build teams and foster the development of others, they strive to recognize who they are and are not engaging. Upon that explicit reflection they develop strategies to reach out to under-represented voices. Developing mentoring and sponsorship relationships with emerging leaders from diverse backgrounds, and attending to ongoing succession planning are critical issues. Indeed, these activities must be built into an engaged leaders work day and not off the side of one’s desk. This should not only include horizontal connectivity but also vertical connectivity both within and between disciplines. Effective communication skills must include attention to micro inequities, bias and incivilities, and how they are disproportionately experienced by members of EDI groups, which adds to the emotional labour and burden of certain team members creating an unhealthy work environment for all. By explicitly and actively building psychologically healthy and safe environments, free of violence, harassment and bullying, leaders  would build on the Mental Health Commission of Canada’s psychological health and safety standard. Making workplaces more amenable to diverse personal and family circumstances adds to a sense of belonging, and thus to the experience of inclusion. Effective, transparent communication via social media also helps to enable access to those who might otherwise be excluded because of distance, cost, or timing. 

United States, Male Allies, Engage Others, Article, Healthcare Ivy Bourgeault United States, Male Allies, Engage Others, Article, Healthcare Ivy Bourgeault

How Men Can Become Better Allies to Women $

Organizations are involving men in gender inclusion programs to boost workplace equity. Research shows that active male participation leads to progress in 96% of organizations. Challenges include potential backlash and skepticism. Male allies should listen, respect women's spaces, amplify efforts, embrace discomfort, and engage in supportive partnerships for successful gender equity initiatives.

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United States, Other/Mixed, Women and Men, Health Science, Article, Micro Aggressions, Engage Others, Race Ivy Bourgeault United States, Other/Mixed, Women and Men, Health Science, Article, Micro Aggressions, Engage Others, Race Ivy Bourgeault

Being Mentored Helps Black Medical Students Face Isolation, Racial Microaggressions

Jamal Hill, a black medicine student, shares his experiences in the field where he experienced racism and how being mentored helped him face these difficulties.

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Canada, Other/Mixed, Everyone, Engage Others, General, Infographic, EDI Ivy Bourgeault Canada, Other/Mixed, Everyone, Engage Others, General, Infographic, EDI Ivy Bourgeault

In retrospect, Dr. Dennis, who had a fulfilling career, regrets not addressing gender imbalances and their own privilege as a male earlier. They eventually engaged in mentorship and allyship with women, finding it rewarding. They now take satisfaction in women's success but wish they had supported gender diversity earlier in their career.

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United States, Other/Mixed, Everyone, Engage Others, Micro Aggressions, General, Infographic, Mental Health Ivy Bourgeault United States, Other/Mixed, Everyone, Engage Others, Micro Aggressions, General, Infographic, Mental Health Ivy Bourgeault

Talk to your peers and colleagues about sexual harassment and assault and erode the status that some serial harassers continue to enjoy. Do not collaborate with them. Do not invite them to meetings, to seminars. Do not invite them to be a PI on a training grant or to participate in a graduate program.

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